1 - 1 2011 Pearson Education, Inc.

publishing as Prentice Hall

1
Operations and
Productivity
PowerPoint presentation to accompany
Heizer and Render
Operations Management, 10e
Principles of Operations Management, 8e

PowerPoint slides by Jeff Heyl
1 - 2 2011 Pearson Education, Inc. publishing as Prentice Hall
The Hard Rock Cafe
First opened in 1971
Now 129 restaurants in over 40 countries
Rock music memorabilia
Creates value in the form of good food
and entertainment
3,500
+
custom meals per day in Orlando
How does an item get on the menu?
Role of the Operations Manager
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Learning Objectives
Definition of Operations Management (OM)
Organizational Functions
Why Study OM?
A brief history of operations management
The future of the discipline
Goods Versus Services
Measuring productivity
Career opportunities in operations management

2011 Pearson Education, Inc. publishing as Prentice Hall
1 - 4 2011 Pearson Education, Inc. publishing as Prentice Hall
What Is Operations
Management?
Production is the creation of
goods and services
Operations management (OM) is
the set of activities that create
value in the form of goods and
services by transforming inputs
into outputs
1 - 5 2011 Pearson Education, Inc. publishing as Prentice Hall
Organizing to Produce
Goods and Services
Essential functions:
1. Marketing generates demand
2. Production/operations creates
the product
3. Finance/accounting tracks how
well the organization is doing,
pays bills, collects the money
4. Human Resources provides
labor, wage and salary
administration and job evaluation
1 - 6 2011 Pearson Education, Inc. publishing as Prentice Hall
Commercial Bank
Operations

Teller Scheduling

Check Clearing

Collection

Transaction processing

Facilities design/layout

Vault operations

Maintenance

Security

Finance

Investments

Security

Real estate

Accounting

Auditing





Marketing

Loans

Commercial

Industrial

Financial

Personal

Mortgage

Trust Department


Human Resources

Recruitment

Job evaluation

Performance evaluation

Wage and Salary Adm.

Personnel records



Organizational Charts
1 - 7 2011 Pearson Education, Inc. publishing as Prentice Hall
Manufacturing
Operations

Facilities
Construction; maintenance
Production and inventory control
Scheduling; materials control
Quality assurance and control
Supply-chain management
Manufacturing
Tooling; fabrication; assembly
Design
Product development and design
Detailed product specifications
Industrial engineering
Efficient use of machines, space,
and personnel
Process analysis
Development and installation of
production tools and equipment
Finance/ accounting
Disbursements/
credits
Receivables
Payables
General ledger
Funds Management
Money market
International
exchange
Capital requirements
Stock issue
Bond issue
and recall

Marketing
Sales
promotion
Advertising
Sales
Market research
Human Resources

Recruitment

Job evaluation

Performance evaluation

Wage and Salary Adm.

Personnel records



Organizational Charts
1 - 8 2011 Pearson Education, Inc. publishing as Prentice Hall
Why Study OM?
1. OM is one of four major functions of
any organization, we want to study
how people organize themselves for
productive enterprise
2. We want (and need) to know how
goods and services are produced
3. We want to understand what
operations managers do
4. OM is such a costly part of an
organization
1 - 9 2011 Pearson Education, Inc. publishing as Prentice Hall
Options for Increasing
Contribution


Table 1.1
Sales $100,000 $150,000 $100,000 $100,000
Cost of Goods 80,000 120,000 80,000 64,000
Gross Margin 20,000 30,000 20,000 36,000
Finance Costs 6,000 6,000 3,000 6,000
Subtotal 14,000 24,000 17,000 30,000
Taxes at 25% 3,500 6,000 4,250 7,500
Contribution $ 10,500 $ 18,000 $ 12,750 $ 22,500
Finance/
Marketing Accounting OM
Option Option Option

Increase Reduce Reduce
Sales Finance Production
Current Revenue 50% Costs 50% Costs 20%
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What Operations
Managers Do
Planning
Organizing
Staffing
Leading
Controlling
Basic Management Functions
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Ten Critical Decisions
Ten Decision Areas Chapter(s)
1. Design of goods and services 5
2. Managing quality 6, Supplement 6
3. Process and capacity 7, Supplement 7
design
4. Location strategy 8
5. Layout strategy 9
6. Human resources and 10
job design
7. Supply-chain 11, Supplement 11
management
8. Inventory, MRP, JIT 12, 14, 16
9. Scheduling 13, 15
10. Maintenance 17 Table 1.2
1 - 12 2011 Pearson Education, Inc. publishing as Prentice Hall
The Critical Decisions
1. Design of goods and services
What good or service should we
offer?
How should we design these
products and services?
2. Managing quality
How do we define quality?
Who is responsible for quality?
Table 1.2 (cont.)
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The Critical Decisions
3. Process and capacity design
What process and what capacity will
these products require?
What equipment and technology is
necessary for these processes?
4. Location strategy
Where should we put the facility?
On what criteria should we base the
location decision?
Table 1.2 (cont.)
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The Critical Decisions
5. Layout strategy
How should we arrange the facility?
How large must the facility be to meet
our plan?
6. Human resources and job design
How do we provide a reasonable
work environment?
How much can we expect our
employees to produce?
Table 1.2 (cont.)
1 - 15 2011 Pearson Education, Inc. publishing as Prentice Hall
The Critical Decisions
7. Supply-chain management
Should we make or buy this
component?
Who should be our suppliers and how
can we integrate them into our strategy?
8. Inventory, material requirements
planning, and JIT
How much inventory of each item
should we have?
When do we re-order?
Table 1.2 (cont.)
1 - 16 2011 Pearson Education, Inc. publishing as Prentice Hall
The Critical Decisions
9. Intermediate and shortterm
scheduling
Are we better off keeping people on
the payroll during slowdowns?
Which jobs do we perform next?
10. Maintenance
How do we build reliability into our
processes?
Who is responsible for maintenance?
Table 1.2 (cont.)
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Opportunities
Figure 1.2
1 - 18 2011 Pearson Education, Inc. publishing as Prentice Hall
Significant Events in OM
Figure 1.3
1 - 19 2011 Pearson Education, Inc. publishing as Prentice Hall
The Heritage of OM
Division of labor (Adam Smith 1776;
Charles Babbage 1852)
Standardized parts (Whitney 1800)
Scientific Management (Taylor 1881)
Assembly line (Ford/ Sorenson 1913)
Gantt charts (Gantt 1916)
Motion study (Frank and Lillian Gilbreth
1922)
Quality control (Shewhart 1924; Deming
1950)
1 - 20 2011 Pearson Education, Inc. publishing as Prentice Hall
The Heritage of OM
First Digital Computer (Atanasoff 1938)
CPM/PERT (DuPont 1957, Navy 1958)
Material requirements planning (Orlicky 1960)
Computer aided design (CAD 1970)
Flexible manufacturing system (FMS 1975)
Baldrige Quality Awards (1980)
Computer integrated manufacturing (1990)
Globalization (1992)
Internet (1995)
Mass Customization (2000s)
1 - 21 2011 Pearson Education, Inc. publishing as Prentice Hall
New Challenges in OM
Global focus
Just-in-time
Supply-chain
partnering
Rapid product
development,
alliances
Mass
customization
Empowered
employees, teams
To From
Local or national focus
Batch shipments
Low bid purchasing

Lengthy product
development

Standard products

Job specialization
1 - 22 2011 Pearson Education, Inc. publishing as Prentice Hall
Characteristics of Goods
Tangible product
Consistent product
definition
Production usually
separate from
consumption
Can be inventoried
Low customer
interaction
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Characteristics of Service
Intangible product
Produced and
consumed at same time
Often unique
High customer
interaction
Inconsistent product
definition
Often knowledge-based
Frequently dispersed
1 - 24 2011 Pearson Education, Inc. publishing as Prentice Hall
Industry and Services as
Percentage of GDP
Services Manufacturing
A
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C
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a

C
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R
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F
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G
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H
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K
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J
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M
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R
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F
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S
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A
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S
p
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U
K

U
S

T
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y

90
80
70
60
50
40
30
20
10
0
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Allocation of GDP by Sector,
Turkey, 2010


Agriculture 8.8%
Industry 25.7%
Services 65.5%
1 - 26 2011 Pearson Education, Inc. publishing as Prentice Hall
Goods and Services
Automobile
Computer
Installed carpeting
Fast-food meal
Restaurant meal/auto repair
Hospital care
Advertising agency/
investment management
Consulting service/
teaching
Counseling
Percent of Product that is a Good Percent of Product that is a Service
100% 75 50 25 0 25 50 75 100%
| | | | | | | | |
1 - 27 2011 Pearson Education, Inc. publishing as Prentice Hall
Changing Challenges
Traditional
Approach
Reasons for
Change
Current
Challenge
Ethics and
regulations
not at the
forefront
Public concern over
pollution, corruption,
child labor, etc.
High ethical and
social
responsibility;
increased legal
and professional
standards
Local or
national
focus
Growth of reliable, low
cost communication
and transportation
Global focus,
international
collaboration
Lengthy
product
development
Shorter life cycles;
growth of global
communication; CAD,
Internet
Rapid product
development;
design
collaboration
Figure 1.5
1 - 28 2011 Pearson Education, Inc. publishing as Prentice Hall
Changing Challenges
Traditional
Approach
Reasons for
Change
Current
Challenge
Low cost
production,
with little
concern for
environment;
free
resources
(air, water)
ignored
Public sensitivity to
environment; ISO 14000
standard; increasing
disposal costs
Environmentally
sensitive
production; green
manufacturing;
sustainability
Low-cost
standardized
products
Rise of consumerism;
increased affluence;
individualism
Mass
customization
Figure 1.5
1 - 29 2011 Pearson Education, Inc. publishing as Prentice Hall
Changing Challenges
Traditional
Approach
Reasons for
Change
Current
Challenge
Emphasis on
specialized,
often manual
tasks
Recognition of the
employee's total
contribution; knowledge
society
Empowered
employees;
enriched jobs
In-house
production;
low-bid
purchasing
Rapid technological
change; increasing
competitive forces
Supply-chain
partnering; joint
ventures,
alliances
Large lot
production
Shorter product life
cycles; increasing need
to reduce inventory
Just-In-Time
performance;
lean; continuous
improvement
Figure 1.5
1 - 30 2011 Pearson Education, Inc. publishing as Prentice Hall
New Trends in OM
Ethics
Global focus
Environmentally sensitive production
Rapid product development
Mass customization
Empowered employees
Supply-chain partnering
Just-in-time performance
1 - 31 2011 Pearson Education, Inc. publishing as Prentice Hall
Productivity Challenge
Productivity is the ratio of outputs (goods
and services) divided by the inputs
(resources such as labor and capital)
The objective is to improve productivity!
Important Note!
Production is a measure of output
only and not a measure of efficiency
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Efficiency Versus
Effectiveness
The difference between efficient and effective is that
efficiency refers to how well you do something, whereas
effectiveness refers to how useful it is.
Efficiency is doing things right; effectiveness is
doing the right things.
Doing the Right Things is More
Important than Doing Things Right


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Efficiency Versus
Effectivenes
For example, if a company is not doing
well and they decide to train their
workforce on a new technology. The
training goes really well - they train all
their employees in avery short time and
tests show they have absorbed the
training well. But overall productivity
doesn't improve. In this case the
company's strategy was efficient but not
effective.
1 - 34 2011 Pearson Education, Inc. publishing as Prentice Hall
Feedback loop
Outputs
Goods
and
services
Transformation
Economic system
transforms inputs to outputs
/CONVERSITION PROCESS
The Economic System
Inputs
Labor,
capital,
management
Figure 1.6
1 - 35 2011 Pearson Education, Inc. publishing as Prentice Hall
Measure of process improvement
Represents output relative to input
Only through productivity increases
can our standard of living improve
Productivity
Productivity =
Units produced
Input used
1 - 36 2011 Pearson Education, Inc. publishing as Prentice Hall
Productivity Calculations
Productivity =
Units produced
Labor-hours used
= = 4 units/labor-hour
1,000
250
Labor Productivity
One resource input single-factor productivity
1 - 37 2011 Pearson Education, Inc. publishing as Prentice Hall
Multi-Factor Productivity
Output
Labor + Material + Energy
+ Capital + Miscellaneous
Productivity =
Also known as total factor productivity
Output and inputs are often expressed
in dollars
Multiple resource inputs multi-factor productivity
1 - 38 2011 Pearson Education, Inc. publishing as Prentice Hall
Collins Title Productivity
Staff of 4 works 8 hrs/day 8 titles/day
Payroll cost = $640/day Overhead = $400/day
Old System:
=
Old labor
productivity
8 titles/day
32 labor-hrs
1 - 39 2011 Pearson Education, Inc. publishing as Prentice Hall
Collins Title Productivity
Staff of 4 works 8 hrs/day 8 titles/day
Payroll cost = $640/day Overhead = $400/day
Old System:
8 titles/day
32 labor-hrs
=
Old labor
productivity
= .25 titles/labor-hr
1 - 40 2011 Pearson Education, Inc. publishing as Prentice Hall
Collins Title Productivity
Staff of 4 works 8 hrs/day 8 titles/day
Payroll cost = $640/day Overhead = $400/day
Old System:
14 titles/day Overhead = $800/day
New System:
8 titles/day
32 labor-hrs
=
Old labor
productivity
=
New labor
productivity
= .25 titles/labor-hr
14 titles/day
32 labor-hrs
1 - 41 2011 Pearson Education, Inc. publishing as Prentice Hall
Collins Title Productivity
Staff of 4 works 8 hrs/day 8 titles/day
Payroll cost = $640/day Overhead = $400/day
Old System:
14 titles/day Overhead = $800/day
New System:
8 titles/day
32 labor-hrs
=
Old labor
productivity
= .25 titles/labor-hr
14 titles/day
32 labor-hrs
=
New labor
productivity
= .4375 titles/labor-hr
1 - 42 2011 Pearson Education, Inc. publishing as Prentice Hall
Collins Title Productivity
Staff of 4 works 8 hrs/day 8 titles/day
Payroll cost = $640/day Overhead = $400/day
Old System:
14 titles/day Overhead = $800/day
New System:
=
Old multifactor
productivity
8 titles/day
$640 + 400
1 - 43 2011 Pearson Education, Inc. publishing as Prentice Hall
Collins Title Productivity
Staff of 4 works 8 hrs/day 8 titles/day
Payroll cost = $640/day Overhead = $400/day
Old System:
14 titles/day Overhead = $800/day
New System:
8 titles/day
$640 + 400
=
Old multifactor
productivity
= .0077 titles/dollar
1 - 44 2011 Pearson Education, Inc. publishing as Prentice Hall
Collins Title Productivity
Staff of 4 works 8 hrs/day 8 titles/day
Payroll cost = $640/day Overhead = $400/day
Old System:
14 titles/day Overhead = $800/day
New System:
8 titles/day
$640 + 400
=
Old multifactor
productivity
=
New multifactor
productivity
= .0077 titles/dollar
14 titles/day
$640 + 800
1 - 45 2011 Pearson Education, Inc. publishing as Prentice Hall
Collins Title Productivity
Staff of 4 works 8 hrs/day 8 titles/day
Payroll cost = $640/day Overhead = $400/day
Old System:
14 titles/day Overhead = $800/day
New System:
8 titles/day
$640 + 400
14 titles/day
$640 + 800
=
Old multifactor
productivity
=
New multifactor
productivity
= .0077 titles/dollar
= .0097 titles/dollar
1 - 46 2011 Pearson Education, Inc. publishing as Prentice Hall
Measurement Problems
1. Quality may change while the quantity
of inputs and outputs remains constant
(HDTV, iphones)
2. External elements may cause an
increase or decrease in productivity
(using more reliable electric power
system)
3. Precise units of measure may be
lacking
1 - 47 2011 Pearson Education, Inc. publishing as Prentice Hall
Productivity Variables
1. Labor - contributes
about 10% of the
annual increase
2. Capital - contributes
about 38% of the
annual increase
3. Management -
contributes about 52%
of the annual increase
1 - 48 2011 Pearson Education, Inc. publishing as Prentice Hall
Key Variables for Improved
Labor Productivity
1. Basic education appropriate for the labor
force
2. Diet of the labor force
3. Social overhead that makes labor
available such as transportation and
sanitation
Challenge is in maintaining and
enhancing skills in the midst of rapidly
changing technology and knowledge
1 - 49 2011 Pearson Education, Inc. publishing as Prentice Hall
Investment and Productivity
10
8
6
4
2
0
P
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c
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n
t

i
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c
r
e
a
s
e

i
n

p
r
o
d
u
c
t
i
v
i
t
y

Percentage investment
10 15 20 25 30 35
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Service Productivity
1. Typically labor intensive (teaching,
counseling)
2. Frequently focused on unique individual
desires (customer representatives in banks)
3. Often an intellectual task performed by
professionals
4. Often difficult to mechanize
5. Often difficult to evaluate for quality
1 - 51 2011 Pearson Education, Inc. publishing as Prentice Hall
Ethics and
Social Responsibility
Challenges facing
operations managers:
Developing and producing safe,
quality products
Maintaining a clean environment
Providing a safe workplace
Honoring stakeholder commitments
1 - 52
Entry-Level J obs in OM
Purchasing planner/buyer
Production (or operations) supervisor
Production (or operations)
scheduler/controller
Production (or operations) analyst
Inventory analyst
Quality specialist
Others